Be warned:
Lots of the top brass are two-faced and may say one thing or espouse certain principles and "values," but when it comes to actual professional handling of personnel and company decisions, they all fly out the window. They pride themselves for being competent and for advocating self-help by gurus and the such, but they fail to connect with the people who work for them; lack of awareness and understanding of the issues that actually plague their directs' work. There are department heads who are at the top due to seniority and being "yes" men but are absolutely horrible at managing others or organizing the business at an upper-management level.
The fact that management does not listen to new ideas ironically shows their unwillingness to change, not the rest of us under them. Feedback methods and suggestion box lists may be read but management will stubbornly stick to what they feel is best and hide it under the guise of "we ask for people who will go with our decisions." They ask for directs to own their work but criticize them when they start thinking out of the box. Any sort of criticism from the directs instead result in disciplinary action against the supposed "offender." Management will continually hold multiple meetings to handle even the simplest of issues because the OG's need to know every single little detail that goes on in their company and are reluctant to entrust work to those under them. When directs under them see this, they become hesitant to speak up, and thus perpetuates this vicious cycle.
The company actually believes they can retain employees by under-valuing them and making up for the value by company perks and benefits. Trying to win employees over with perks does not make up for intentionally paying them under "market value" just saying. Not only that, there is a false pretense that they want us employees to stay "gappers forever"; but the opposite is what happens when they find that they're not reaching their profits margins over retaining someone. There are stories of forced early retirement or demanding an employee switch over to a developer or programming position at the risk of losing his job. There is yet another story of refusing a visa renewal just because a manager does not like the employee (with a hint of subtle racism that can't be proven). When clients cancel services, upper management chooses instead to fire people for "performance" reasons rather than admit truthfully that they need to cut down to save for the profit line. Upper management is absolutely dishonest and duplicitous in these employment dealings when the company supposedly upholds trust as one of their pillar "values." Diversity is going down the drain as the last couple of people on the chopping block were of different ethnicities; the entire company at this point is effectively whitewashed with just a few token employees of other ethnicities.
It's quite apparent that as a company that prides itself for "intelligence" the product and business model is quite simple, easy to reproduce by any other business division, and the actual people at the top who run the business are anything but intelligent. They hold highly to their five values of "trust, ownership, willingness, passion, and professionalism" and fail at all five of them.